spadoni college cooperating teacher handbook

Spadoni College

Cooperating Teacher Handbook

2021-2022

COASTAL CAROLINA UNIVERSITY

1 | P a g e

Dear Cooperating Teachers of Interns and Practicum Students,

Cooperating teachers provide an important service to the education profession by mentoring the future generation of teachers. This is especially significant to partnering school districts in which the practicum experience also provides opportunities for preparing potential new faculty for your schools. Seventy-five percent of our graduates obtain employment in our partnering school districts.

With that in mind, please accept our sincere appreciation for hosting our teacher education candidates in your school this semester. The Spadoni College of Education and Social Sciences relies on the relationship with your school as a professional partner to provide relevant and meaningful field/clinical experiences for our teacher education programs.

It is our hope that your experience hosting our students inspires you to remember what brought you to the profession in the first place. If you would like to know more about any of our undergraduate or graduate programs in education, we would love to talk with you. Enjoy your semester and know that we appreciate everything you do each day for the students of South Carolina and for the students at Coastal Carolina University.

Sincerely, Betsey Costner, M.Ed. Clinical Field PlacementsSpadoni College of Education and Social Sciences Coastal Carolina University

2 | P a g e

Guidelines and Information for Cooperating Teachers of Coastal

Carolina University Practicum Students

Overview

A cooperating teacher is a teaching professional who is approved for

mentorship by Coastal Carolina University and serves as a role model,

instructor and coach for the practicum student. The cooperating

teacher welcomes the student into his/her classroom. The

cooperating teacher, in collaboration with a Coastal Carolina

University supervisor/faculty member, is responsible for leading the

student through progressively challenging activities and structuring

the activities so that the practicum student applies theory,

pedagogical concepts and content knowledge while developing

practical professional skills.

The role of the cooperating teacher is critical to the success of our

students. Research indicates that the cooperating teacher has the

greatest and longest-lasting influence on not only the practicum

experience, but also the student’s growth as a novice teacher long

after the practicum has ended. In addition to such influence,

mentoring has many other benefits such as lowering the student-

teacher ratio and presenting an opportunity to learn from and co-

teach with another professional.

Qualifications

Coastal Carolina’s cooperating teachers for practicum students are

carefully selected through the use of criteria that reflect high

expectations and a collaborative process involving both school and

university partners. With our clinically based approach to teacher

preparation within our partnering school districts, cooperating

teachers must meet specific qualifications to serve in this role.

3 | P a g e

Minimum Requirements for Cooperating Teachers of Practicum

Students:

• At least one year of teaching experience

• Certification in the subject area or grade level

• Highly qualified status as defined by the South Carolina State

Department of Education

• Satisfactory teaching performance

• Positive recommendation by the principal

• Note: Teacher has not been placed on an improvement plan.

Cooperating Teachers’ Competencies:

Teacher has demonstrated competency in the following:

• Lesson planning

• Long-term planning

• Integration of subject matter

• Integration of technology

• Classroom management

• Development of content knowledge

• Working with culturally diverse learners

• Working with English language learners

• Working with students with disabilities in the regular

classroom

• Communication skills – written and oral

• Collaborating with other teachers and parents

Number of CCU Practicum Students:

• A teacher may be assigned up to two practicum students

each semester.

Teacher Information Form and Current Teaching Certificate

• Cooperating teachers must submit an information sheet and a copy of their current teaching certificate. This form can be

submitted electronically on our website. You may also

upload your current teaching certificate there as well.

4 | P a g e

https://www.coastal.edu/forms/education/studentservices/co

operatingteachers/

Suggestions for Cooperating Teachers of Practicum Students

Prior to

the start

of a

practicu

m

placeme

nt

Early in the semester, cooperating teachers will receive an

email from the assigned practicum student. Please respond,

confirm the start date, and provide any directions that will

make the first day run smoothly.

First few

days

and

through

out the

practicu

m

Provide an orientation to cooperating school that includes

topics such as:

Student/school handbook:

Rules and regulations of the school and district

Procedures for obtaining supplies, duplicating

materials and use of media

Introductions to the administrative team, school

support staff, special area teachers, counseling

faculty, etc.

School calendar (parent/teacher meetings, workdays,

conference days, school events, field trips, holidays,

etc.)

Procedures for lockdowns, inclement weather,

mandatory drills (fire, tornado, etc.)

Map of the school

Technical equipment use and interaction (smart

boards, iPad, etc.)

Provide a personal space for the practicum student within

the classroom (desk, chair, computer/laptop).

Provide a basket of survival items for the practicum

https://www.coastal.edu/forms/education/studentservices/cooperatingteachers/


5 | P a g e

student’s workspace (pens, pencils, paper clips, stapler,

paper, sticky notes, highlighter, etc.) so they do not have to

keep borrowing from the cooperating teacher.

Include the practicum student’s name on the cooperating

teacher’s mailbox and outside the classroom door.

If the school observes “Spirit Days,” provide the practicum

student with a school shirt or with information on how to

purchase a shirt so he/she can observe the day as teachers

do.

Welcome and introduce the student as part of opening

school events, parent newsletters, pictures, etc.

Provide the practicum student with resources (teacher’s

guides, software, etc.) to allow for co-teaching

opportunities.

Alert the practicum student to any student medical

concerns, medical alerts and/or allergies.

Encourage the practicum student to introduce

himself/herself to parents in an appropriate method of

communication (email, classroom newsletter, etc.).

Involve the practicum student with the students from the

first day!

Review classroom management with the practicum

student, including any classroom movement throughout

the building and how to manage students during drills, etc.

Ask for their input whenever possible.

Work with the practicum student on reporting student

6 | P a g e

progress, analysis of student data, and how assessment

informs future instruction. Make sure consistent,

collaborative opportunities are available for collaborative

opportunities to plan, teach and reflect.

Communicate expectations often as all preservice

teachers require guidance, support and clarity.

Check email often.

Recognize the practicum student’s level of experience.

He/She is not a full-fledged teacher yet and needs

scaffolding of experiences. Practicum students may appear

confident; however, constant feedback (both oral and

written) on performance is necessary for professional

growth.

Provide a class schedule.

Diversity Form – Assist the practicum student in the

completion of the required diversity form.

Attendance Log – Check to be sure the practicum student

is completing his/her attendance log daily and is signing in

at the front office as well.

Teacher Information Form – Complete the information

form and upload your teaching certificate.

https://www.coastal.edu/forms/education/studentservices/c

ooperatingteachers/

End of

practicum Near the end of the semester, cooperating teachers will

receive an email with a link to complete the Assessment



7 | P a g e

of Teacher Candidate Dispositions for their

assigned practicum student.

What is Co-Teaching?

Co-Teaching: Two or more educators sharing instructional

responsibility and accountability for a single group of students of

whom they both have ownership. Co-teaching usually involves

multiple activities occurring in one place. This implies that co-taught

classes tend to be highly interactive places with high levels of student

engagement. Care must be taken by co-teachers to outline roles and

responsibilities so that both educators do have meaningful roles.

Co-Teaching Model Definition

Station Teaching Co-teachers divide content and students.

Each teacher then teaches the content to

one group and subsequently repeats the

instruction for the other group. If

appropriate, a third “station” could give

students an opportunity to work

independently. When more than two

educators are co-teaching, there can be one

station for each teacher.

Parallel Teaching The co-teachers are both teaching the same

information, but they do so to a divided

class group. The teachers teach the exact

same lesson in the exact same way and use

the same materials. The purpose is to

increase active student engagement with a

lower student-teacher ratio.

Alternative Teaching / Differentiated

Teaching

The co-teachers are both teaching the same


class group. The teachers use different

approaches for presenting the content. The

purpose is to increase active student

engagement with a lower student-teacher

ratio and to address the needs of all learners

using varied instructional approaches.

Team Teaching (Teaming) Both teachers know and can deliver the

material of the lesson; “one script, two

voices.” Therefore, both teachers share

delivery of the same instruction to a whole

8 | P a g e

student group. Some refer to this as having

“one brain in two bodies.” This is used

when it is necessary to have two teachers

deliver the instruction at the same time

(e.g., one teacher presents visual supports

while the other provides verbal instruction,

both teachers provide immediate feedback

during guided and independent practice,

etc.).

Supplemental Teaching One teacher takes responsibility for the

large group while the other works with a

smaller group or an individual student.

Supplemental teaching can be used for

remediation, acceleration, pre-teaching,

helping students who have been absent

catch up on key instruction, assessment,

etc.

One Teach-One Observe Co-teachers decide in advance what types

of specific observational information to

gather during instruction and agree on a

system for gathering the data. Afterward,

the teachers analyze the information

together. The teachers should take turns

teaching and gathering data. This is

referred to as “observing with a focus.” The

observer observes the students and/or the

instructing teacher can to gather pertinent

data.

One Teach-One Assist One teacher has the primary responsibility

for teaching while the other teacher

circulates through the room providing

unobtrusive assistance to students, as

needed.

Potential Challenges for Practicum Students in Early Field

Experiences

Teacher candidates, even those working in a cooperating teacher’s

classroom, can face a variety of challenges. Cooperating teachers and

University supervisors/course instructors should keep in mind the

following points when working with teacher candidates.

9 | P a g e

Anxiety – Participating in a classroom for partial or full days is a new

situation and the teacher candidate may not know exactly what to

expect or where they will fit into the scheme of things. Please explain

everything with attention to details. Do not assume the teacher

candidate has an understanding of all that the cooperating teacher

knows and does.

Time Management – Teacher candidates, like induction teachers, do

not always have a clear sense of how much time it will take to carry

out a lesson or a single procedure. Please provide guidelines and

suggestions about lesson length and how to gauge time limits while

teaching. Help the teacher candidate develop an awareness of

student needs during a lesson. They may be so focused on delivering

the content of the lesson they do not notice that the students are no

longer engaged.

Transitioning – Share tips on how to transition smoothly between

lesson activities so class discipline does not become overwhelming

for either the cooperating teacher or teacher candidate.

Giving Instructions – Model for teacher candidate how to give

detailed, step-by-step instructions to students.

Awareness of the Whole Class – Teacher candidates may need

guidance to help develop an awareness of the whole class.

Frequently, teacher candidates will call on just a few students or those

who are highly engaged. Cooperating teachers should guide teacher

candidates to teach students, not just lessons.

Discipline – Teacher candidates are often challenged by individual

student behavior or whole-class inattentiveness. They often fear

alienating students or making students dislike them, and because of

this may not take an assertive role in the classroom. Teacher

candidates need assistance to develop confidence in their own

10 | P a g e

authority and to follow the cooperating teacher’s procedures for

discipline.

Suggested Activities for Practicum Students

Although the experiences of candidates will vary according to the

setting, cooperating teacher, grade level, subject area, and interests

and abilities of the teacher candidates, the following are suggested

activities that may assist the teacher candidate in gaining an

understanding of the school and classroom placement, and in

developing competence as an educator. Time permitting, the teacher

candidate could:

1. Become familiar with the layout of the building.

2. Visit the media and technology centers and become familiar with

any hardware, software, materials, services and procedures that could

support teaching.

3. Become familiar with district and school policies and procedures,

including school codes of conduct and disciplinary referrals.

4. Learn to use copiers, laminating machine, computers, and other

technologies available at the school.

5. Learn the names of students.

6. Work with individual students and small groups under the

supervision of the cooperating teacher.

7. Assist with routine tasks such as taking lunch counts or recording

attendance.

8. Ask the cooperating teacher about communication with families

and assist in writing a communication (electronic newsletter, web-

based application, school/classroom website, paper communication).

9. Ask questions about lesson plans, daily routes, classroom

organization, student work, technology, instruction, and classroom

management.

10. Participate in other activities designated by the cooperating

teacher.

11 | P a g e

11. Be inquisitive in a constructive manner without burdening the

cooperating teacher with too many questions.

12. Meet the principal, assistant principal, office personnel, other

teachers, media specialist, technology specials, lunchroom and

custodial staff.

What else can teacher candidates do in early field experiences?

Candidates can show initiative or “with-it-ness” during early field

experiences by doing any of the following:

1. Find out what supervising teacher thinks of teaching.

2. Find a student who needs assistance.

3. Supervise in the hall between classes.

4. Assist the teacher in planning a lesson.

5. Review classroom materials.

6. Grade a set of papers and learn how to record grades.

7. Share a book with a child during independent reading time.

8. Teach a lesson.

9. Actively participate in a classroom routine.

10. Create a bulletin board that supports a current topic of study.

11. Assist students in selecting library books.

12. Help students with independent work.

Cooperating Teacher Qualifications

A cooperating teacher is a teaching professional who is

recommended by the building administrator. Cooperating teachers

serve as role models, instructors and evaluators of field experience

students. Cooperating teachers welcome qualified students into the

classroom in coordination with CCU course instructors/faculty.

Cooperating teachers are responsible for guiding, structuring and

evaluating activities that are assigned by the course instructor so that

the teacher candidate learns to apply theory, pedagogical concepts

and content knowledge while practicing professional skills.

12 | P a g e

Cooperating teachers will:

1. Engage with and guide CCU teacher education students during

early field work in conjunction with each course.

2. Communicate with University personnel about CCU student

progress.

3. Assist in the completion of University course assignments.

4. Debrief and provide feedback with University course

instructors/supervisors about student progress.

5. Complete any assessments that may be required by the specific

program area.

The role of the cooperating teacher is critical to the success of the

teacher candidate in field placement. Cooperating teachers have a

great and long-lasting influence on a novice teacher long after the

placement has ended. In order to be eligible to serve as a

cooperating teacher, a teacher must:

1. Receive a favorable recommendation by the school principal or

school designee and

2. Have completed at least one year of successful teaching

experience (although having completed the ADEPT process is

preferred).

Placement Procedures

1. All placements are made by the Office of Student Services/Clinical

Placements in conjunction with the principals and/or school liaison in

partnering school districts and the respective program coordinators

at Coastal Carolina University.

2. Placements must be made in school settings with teachers who

meet the criteria as stated for hosting.

3. A teacher candidate may not be assigned a placement with a

relative or close family member/family friend/colleague who is

serving as the cooperating teacher (or paraprofessional) or where the

principal is a family member.

13 | P a g e

4. Every candidate is required to have a variety of diverse experiences

throughout the program. Students must be assigned to a site which

will have the necessary requirements for placements.

5. Candidates may be placed in any of CCU’s partnering school

districts.

Placement Changes

Challenges may emerge that interfere with the successful completion

of the field experience and require a reassignment. These concerns

should be directed first to the course instructor/University supervisor.

The course instructor/supervisor, Amanda Darden or Betsey Costner

will determine whether the teacher candidate will be reassigned in the

same school or placed in another setting. In the event that the

cooperating teacher is unable to perform the roles and

responsibilities in this document, the teacher candidate will be

reassigned. The principal, course instructor/University supervisor,

Amanda Darden or Betsey Costner will determine whether a

reassignment will take place in the same school or in another school

setting.

Removal from Placement

The responsibility to remove a teacher candidate from the placement

is based on the recommendation of the cooperating teacher, course

instructor/University supervisor, and the school administrators.

Reasons for considering removal or withdrawal from any field

experience include, but are not limited to, the following:

• content deficiency

• pedagogical deficiency

• insubordination, failure to complete work in a timely manner

• unprofessional conduct (habitual tardiness, excessive absences,

inappropriate attire, and breach of confidentiality)

• inappropriate interaction with students, parents, or school staff

• inability to accept constructive criticism and implement change

14 | P a g e

It should be noted that constructive criticism should not be confused

with personality differences; inadequate performance should be

documented and discussed in objective terms, and the candidate,

cooperating teacher and University supervisor/course instructor

should work together toward a viable solution. When removal is the

result of one of the above reasons, the candidate will not be given the

option to begin a second assignment in another school during the

same semester and will fail the course.

Personnel Concerns

Teacher candidates and course instructors must follow the

procedures below should any concerns arise regarding a cooperating

teacher or teacher candidate fulfilling responsibilities during the field

experience.

Concerns from the Teacher Candidate

1. The teacher candidate should contact the course instructor to

discuss the concern. At this time, depending on the situation, the

instructor will make the decision if the matter should be addressed by

the teacher candidate independently with the cooperating teacher or

whether the course instructor should talk to the cooperating teacher

and/or the cooperating teacher and teacher candidate together. The

course instructor may also opt to discuss this matter with Amanda

Darden, director of Student Services; Betsey Costner, Clinical

Placements; or the program coordinator.

2. If step one is followed and no resolution ensues, the instructor

should bring the matter to Amanda Darden, Betsey Costner or the

program coordinator to discuss the next steps.

3. Either Amanda Darden or Betsey Costner will contact the

appropriate administrator at the cooperating teacher’s school, as

applicable to the situation.

4. In collaboration with the course instructor and school

administrator, a decision regarding a change in placement is made as

15 | P a g e

well as future teacher candidate assignments with the cooperating

teacher.

Concerns from the Course Instructor

1. The course instructor should discuss with the host teacher any

situation that interferes with the teacher candidate’s development

during field experience. Dependent on the circumstances, the

instructor can opt to bring the concern directly to Amanda Darden,

Betsey Costner or the program coordinator.

2. The course instructor should notify Amanda Darden, Betsey

Costner or the program coordinator if he/she feels the teacher

candidate is in a placement that is non-conducive to the field

experience. Amanda Darden or Betsey Costner will contact the

appropriate administrator at the cooperating teacher’s school,

conduct site observations, talk with the cooperating teacher to clarify

roles and responsibilities, and will offer support.




teacher.

Concerns from the Cooperating Teacher

1. The cooperating teacher should discuss the concern with the

teacher candidate.

2. If the cooperating teacher addresses the concern in step 1 and no

resolution ensues, the cooperating teacher should contact the course

instructor to determine the next steps and whether additional site

observations, talking with the teacher candidate to clarify roles and

responsibilities, and offering support are warranted.


administrator, a decision regarding a change in placement is made.

16 | P a g e

Attendance Expectations for CCU Practicum Students

It is fully expected that Coastal Carolina University field experience

students will not miss ANY days during the field experience. If an

extenuating circumstance does arise, the following procedure must

be followed:

1. Teacher candidate notifies the cooperating teacher and University

supervisor/course instructor before the absence or, in an emergency,

as early as possible.

2. All absences from field experience days must be made up in order

to receive credit for the field experience. Make-up days will be

scheduled by the teacher candidate, cooperating teacher and

University supervisor/course instructor.

3. Absences will be excused for the documented cases of:

a) Incapacitating illness

b) Official representation of the University (excuses for official

representation of the University should be obtained from the

official supervising the activity)

c) Death of a close relative

d) Religious holidays

The University supervisor/course instructor will determine if absences

from field experience will be documented as excused or unexcused.

4. In the case of excessive absences, the teacher candidate may be

removed from the placement and required to repeat the course or

field experience.

Assessment of Teacher Candidate Dispositions

What are dispositions? Dispositions are the commitments, values

and professional ethics that influence candidate behaviors toward

students, families, colleagues and communities. The dispositions are

the driving forces that affect candidate learning, motivation and

development toward continual professional growth (Standard 1:

Council for the Accreditation of Educator Preparation-CAEP; SC ADEPT

standards). The dispositions are based on the Spadoni College of

17 | P a g e

Education’s Conceptual Framework and also reflect entry-level

licensure competencies. All teacher candidates will be evaluated for

dispositional growth and development.

University supervisors will indicate when this important assessment

should be completed. A hard copy of this assessment can be found in

the appendix; however, cooperating teachers will assess candidate

dispositions by using a digital version that will arrive via email.

Compensation for Cooperating Teachers of Practicum Students

At the end of the semester, Coastal Carolina University provides

cooperating teachers of partnering schools who have hosted CCU

practicum students for two semesters (or two students in one semester) a certificate for one graduate course (value of current

graduate tuition), or 20 licensure renewal credits. This allows us to

continue providing our partners with appreciation certificates and

maintain the economic viability of the CCU graduate programs.

The certificate does expire and should be utilized within a two-year

period. It will be issued via email in a PDF and will not be reissued if

lost. Extensions beyond this two-year period will not be offered.

Questions or concerns about practicum or intern placements, may be

directed to anyone listed below.

Director of the Center of Excellence : Amanda Darden,

[email protected], 843-349-2699

Clinical Field Placements: Betsey Costner,


mailto:[email protected]


18 | P a g e

Guidelines and Information for Cooperating Teachers of Coastal

Carolina University Interns

Overview

A cooperating teacher is a teaching professional who is approved for

mentorship by Coastal Carolina University and serves as role model,

instructor and coach for the intern. The cooperating teacher

welcomes a qualified intern into his/her classroom and, through

formative assessment, moves the intern from guided practice into a

direct teaching experience. The cooperating teacher, in collaboration

with a Coastal Carolina University supervisor, is responsible for

leading the intern through progressively challenging activities and

structuring the activities so that the intern applies theory,

pedagogical concepts and content knowledge while developing

practical professional skills.

The role of the cooperating teacher is critical to the success of our

students. Research indicates that the cooperating teacher has the

greatest and longest lasting influence on not only the internship

experience, but also the intern’s growth as a novice teacher long after

the internship has ended. In addition to such influence, mentoring has

many other benefits such as: lowering the pupil-teacher ratio and

presenting an opportunity to learn from and co-teach with another

professional.

Qualifications

Coastal Carolina’s cooperating teachers are carefully selected through

the use of criteria that reflect high expectations and a collaborative

process involving both school and university partners. With our

clinically based approach to teacher preparation within our partnering

school districts, cooperating teachers must meet specific

19 | P a g e

qualifications to serve in this role. Minimum requirements for

cooperating teachers for interns:

• At least three years of teaching experience

• Completion of the state mentor training prior to being

assigned an intern

• Certification in the subject area or grade level

• Highly qualified status as defined by the South Carolina State

Department of Education

• Satisfactory teaching performance

• Positive recommendation by the principal

• Note: Teacher has not been placed on an improvement plan.

Cooperating Teachers’ Credentials:

• Cooperating teachers must submit an information sheet and a copy of their current teaching certificate. This form can be

submitted electronically on our website. You may also

upload your current teaching certificate there as well. https://

www.coastal.edu/forms/education/studentservices/co operatingteachers/

Cooperating Teachers’ Competencies:

Teacher has demonstrated competency in the following:

• Lesson planning

• Long-term planning

• Integration of subject matter

• Integration of technology

• Classroom management

• Development of content knowledge

• Working with culturally diverse learners

• Working with English language learners

• Working with students with disabilities in the regular

classroom

• Communication skills – written and oral

• Collaborating with other teachers and parents



20 | P a g e

Number of CCU Interns:

• A teacher may be assigned only one CCU intern in an

academic year.

Other Important Notes:

• Interns should not be assigned to an AP course or a course

that carries an EOC (End of course test)

Guidelines

Among the many responsibilities of mentoring a teacher candidate,

the cooperating teacher should become familiar with the background

of the intern and help the intern become acquainted with school and

classroom procedures and policies. The cooperating teacher should

be available to the intern for consultation outside of the school day

and be willing to meet with the intern and University supervisor at the

beginning of the semester.

Time should be allotted to plan an instructional pacing guide

(incorporating directed observations and varied teaching

opportunities such as co-teaching, whole class and small group

instruction, center/station teach, etc.) as well as to the review of

lesson plans throughout the semester. The goal of the internship is

for the intern to engage in instructional activities as much as possible.

During the 35-day full-time teaching period, the cooperating teacher

is to continue to observe and provide feedback to the intern and may

be needed to assist with small groups or individual learners.

Continuous formative feedback regarding effectiveness in preparing

lessons, delivering instruction, managing the classroom, providing

meaningful feedback to students, and demonstrating professional

21 | P a g e

dispositions is critical to the success of the internship. In addition, the

cooperating teacher must be open and honest about areas needing

improvement and provide assistance as appropriate.

The following chart explains some of the responsibilities of

cooperating teachers of interns.

Prior to the

start of

internship

Attend S.C. Mentor Training.

Complete the Cooperating Teacher Information Sheet

(online.)

Send a response email to your assigned intern when

he/she contacts you.

Attend a cooperating teacher internship orientation

at Coastal Carolina University or Online.

First few

days

Provide an orientation for the intern specific to your

school that includes topics such as:

Student/school handbook.

Rules and regulations of the school and district

Procedures for obtaining supplies, duplicating

materials and use of media

Introductions to the administrative team, school

support staff, special area teachers, counseling

faculty, etc.

School calendar (parent/teacher meetings,

workdays, conference days, school events, field

trips, holidays, etc.)

Procedures for lockdowns, inclement weather,

mandatory drills (fire, tornado, etc.)

Map of the school

Technical equipment use and interaction (smart

boards, iPad, etc.)

22 | P a g e

Provide a personal space for the intern within the

classroom (desk, chair, computer / laptop).

Provide a basket of survival items for the intern’s work

space (pens, pencils, paper clips, stapler, paper, sticky

notes, highlighter, etc.) so they do not have to keep

borrowing from you.

Include the intern’s name on mailbox and outside the

classroom door.

If the school observes “Spirit Days” provide the intern a

school shirt so he/she can observe the day as teachers

do.

Welcome and introduce the intern as part of opening

school events, parent newsletters, pictures, etc.

Provide the intern with resources (teacher’s guides,

software, etc.) to allow for co-teaching opportunities.

Alert the intern to any student medical concerns,

medical alerts and/or allergies.

Encourage the intern to introduce himself/herself to

parents in an appropriate method of communication

(email, classroom newsletter, etc.).

Involve the intern with the students from the first day!

Review classroom management with the intern,

including any classroom movement throughout the

building and how to manage students during drills, etc.

23 | P a g e

Ask for input whenever possible.

Work with the intern on reporting student progress,

analysis of student data, and how assessment informs

future instruction. Make sure consistent, collaborative

opportunities are available to plan, teach and reflect.

Communicate expectations often as interns require

guidance, support and clarity.

Check email often.

Recognize the intern’s level of experience. He/She is not

a full-fledged teacher yet and needs scaffolding of

experiences. Interns may appear confident; however,

constant formative assessment and feedback (both oral

and written) on performance is necessary for

professional growth.

Provide a class schedule.

Diversity Form – Assist the intern in the completion of

the required diversity form. If an intern is teaching more

than one class, the diversity form should be completed

in the class in which the intern will be completing the

teacher unit work sample.

Attendance Log – Check to be sure the intern is

completing his/her attendance log daily and is signing in

at the front office as well.

Preliminary

Conference

This is a conference with the intern, cooperating teacher

and University supervisor. It should occur within the first

24 | P a g e

10 days of internship. This conference typically lasts at

least 30 minutes and can occur at a planning period or

after school hours.

First four

weeks

Create a Schedule: Collaborate with the intern as

he/she creates a schedule for his/her experience. This

schedule should include when he/she will teach his/her

unit work sample and take over full-time teaching

(mandatory 35 days).

Provide Opportunities for Co-Teaching (See chart for

examples.)

Lesson Plans: Review all lesson plans the intern has

prepared. These plans should be available at least two

days prior to teaching any lesson.

Gradual Release: Gradually release teaching

responsibilities to the intern. We recommend the intern

begin teaching one subject area and then add as the

intern gains confidence.

Observation 1: Complete one formal observation using

the CCU Internship Observation Form and Post

Observation Form and be sure to attach the lesson plan provided by the intern.

Weeks 4-8 Provide Opportunities for Co-Teaching (See chart for

examples.)





responsibilities to the intern. We recommend the intern

begin full-time teaching during this period. Co-teaching

can still occur while the intern is full-time teaching.

Observation 2: Complete second formal observation and be sure to attach the lesson plan.

25 | P a g e

Midpoint

of

internship

Formative Conference: This is a conference with the

intern, cooperating teacher and University supervisor. It

should occur near the midpoint of internship. This

conference typically lasts at least 30 minutes and can

occur at a planning period or after school hours. See the

attached suggested agenda in preparation for the

conference. The cooperating teacher needs to bring the

following items to the conference:

Completed Assessment of Teacher Candidate Dispositions and Conceptual Framework

Completed Internship Evaluation (by program area)

Completed S.C. Teaching Standards Rubric

Two Completed Intern Observations and Post-

Observation forms with attached lesson plans from these lessons

Weeks 9-

10




Gradual Release: Interns should continue full-time

teaching during this period. Co-teaching can still occur

while the intern is full-time teaching.

Observation 3: Complete third formal observation using

the CCU Internship Observation Form and Post

Observation Form and collect lesson plan from intern.

Weeks 11-

15





responsibilities back to the cooperating teacher. We

recommend the intern return the load of one subject

area a week back to the cooperating teacher. Co-

teaching can still occur while the intern is full-time

teaching.

26 | P a g e

Observation 4: Complete fourth formal observation

using the CCU Internship Observation Form and Post

Observation Form and include the lesson plan.Other Classroom Observations: Secure observations

for the intern in other classrooms in the school

building. Observations should last for at least a

complete class period but could be for an entire day.

End of

internship

Summative Conference: This is a conference with the

intern, cooperating teacher and University supervisor. It

should occur near the end of internship. This conference

typically lasts at least 30 minutes and can occur at a

planning period or after school hours. The cooperating

teacher needs to bring the following items to the

conference:

Completed Assessment of Teacher Candidate Dispositions and Conceptual Framework

Completed Internship Evaluation (by program area)

Completed S.C. Teaching Standards Rubric

Attendance log signed by cooperating teacher and intern

Two additional completed Intern Observations

and Post-Observation forms with attached lesson

plans from these lessons

Post

internship

Exit Survey – After the internship is finished, the

cooperating teacher will receive, via email, an exit

survey. This survey will provide an opportunity for the

cooperating to evaluate and assess the University

supervisor and internship experience.

What is Co-Teaching?

27 | P a g e

Co-Teaching: Two or more educators sharing instructional

responsibility and accountability for a single group of students of

whom they both have ownership. Co-teaching usually involves

multiple activities occurring in one place. This implies that co-taught

classes tend to be highly interactive places with high levels of student

engagement. Care must be taken by co-teachers to outline roles and

responsibilities so that both educators do have meaningful roles.

Co-Teaching Model Definition

Station Teaching Co-teachers divide content and students.

Each teacher then teaches the content to

one group and subsequently repeats the

instruction for the other group. If

appropriate, a third “station” could give

students an opportunity to work

independently. When more than two

educators are co-teaching, there can be one

station for each teacher.

Parallel Teaching The co-teachers are both teaching the same


class group. The teachers teach the exact

same lesson in the exact same way and use

the same materials. The purpose is to

increase active student engagement with a

lower student-teacher ratio.

Alternative Teaching / Differentiated

Teaching

The co-teachers are both teaching the same


class group. The teachers use different

approaches for presenting the content. The

purpose is to increase active student

engagement with a lower student-teacher

ratio and to address the needs of all learners

using varied instructional approaches.

Team Teaching (Teaming) Both teachers know and can deliver the

material of the lesson; “one script, two

voices.” Therefore, both teachers share

delivery of the same instruction to a whole

student group. Some refer to this as having

“one brain in two bodies.” This is used

when it is necessary to have two teachers

deliver the instruction at the same time

(e.g., one teacher presents visual supports

while the other provides verbal instruction,

28 | P a g e

both teachers provide immediate feedback

during guided and independent practice,

etc.).

Supplemental Teaching One teacher takes responsibility for the

large group while the other works with a

smaller group or an individual student.

Supplemental teaching can be used for

remediation, acceleration, pre-teaching,

helping students who have been absent

catch up on key instruction, assessment,

etc.

One Teach-One Observe Co-teachers decide in advance what types

of specific observational information to

gather during instruction and agree on a

system for gathering the data. Afterward,

the teachers analyze the information

together. The teachers should take turns

teaching and gathering data. This is

referred to as “observing with a focus.” The

observer observes the students and/or the

instructing teacher can to gather pertinent

data.

One Teach-One Assist One teacher has the primary responsibility

for teaching while the other teacher

circulates through the room providing

unobtrusive assistance to students, as

needed.

Assessment and Evaluation of Cooperating Teachers

Mentoring is critical to teacher development. Cooperating teacher

effectiveness is measured through surveys completed by interns and

University supervisors at the midpoint and end of each semester.

Data gathered from these surveys is reviewed by the Center for Excellence and the Assessment Committee, and results are used for

program improvement, cooperating teacher selection and

continuation, and appropriate matching of mentors and interns.

Compensation

29 | P a g e

At the end of the semester, Coastal Carolina University provides

cooperating teachers of partnering schools who host a CCU intern a

certificate for one graduate course (value of current graduate tuition),

or 20 licensure renewal credits. This allows CCU to continue providing

partners with appreciation certificates and maintain the economic

viability of the CCU graduate programs.

The certificate does expire and should be utilized within a two-year

period. It will be issued via email in a PDF and will not be reissued if

lost. Extensions beyond this two-year period will not be offered.

Additional Roles and Responsibilities of Cooperating Teachers

The cooperating teacher is responsible for the supervision of the

assigned candidate. The cooperating teacher provides professional

experiences and helps in the data gathering process to assess teacher

effectiveness of the candidate. The cooperating teacher shares

expertise and mentors the candidate throughout the internship

experience. He or she is a member of the team along with the

candidate and University supervisor, which facilitates professional

experiences for the candidate. The following list provides examples of

some of the roles and responsibilities of cooperating teachers:

➢ Attend a cooperating teacher training session prior to the start of the internship.

➢ Complete the Cooperating Teacher Information Sheet

➢ Attend mentor-training sessions as required by the school

district.

➢ Prepare your public school students for the arrival and involvement of the intern.

➢ Inform the parents of the public school students of the intern’s presence in the classroom.

➢ Give the intern contact information for routine and emergency situations.

➢ Orient the intern to the school building and personnel.

30 | P a g e

➢ Assist the intern in procurement of appropriate teaching supplies

as available from the school (textbooks, paper, art supplies, recess

equipment, etc.).

➢ Discuss expected and appropriate behaviors and professional

responsibilities.

➢ Provide the intern with the school/grade level policies and

procedures for handling routine tasks expected of all teachers.

➢ Provide the intern with school emergency procedures.

➢ Provide the intern with information on existing daily classroom

management procedures.

➢ Provide the intern with information on existing discipline

procedures for the school as well as the classroom. Discuss any

unusual discipline situations.

➢ Provide the intern with student names and seating charts

(including seating chart templates) to assist with rapid learning of

student names.

➢ Train the intern in the use of any machinery and technology in the

building used for teaching and instruction.

➢ Develop a calendar with the intern for assumption of teaching

responsibilities (35 full-time teaching days are required). Please

refer to the internship calendar provided by the University for

specific dates and deadlines.

➢ Schedule phase-in teaching responsibilities for the intern to ease

the transitions into full-time teaching for the intern and the public

school students.

➢ Schedule phase-out teaching responsibilities for the intern to ease

the transitions out of full-time teaching for the intern and the

public school students.

➢ Develop a calendar for the assumption of non-instructional duties

by the intern with phase-in and phase-out time frames.

➢ Provide assistance to the intern in individual lesson planning and

unit lesson planning.

➢ Share information about educational performance and individual

diversities of the public school students.

31 | P a g e

➢ Share information about the population of the school and the

community that is relevant to the teaching environment.

➢ Help the intern to establish positive rapport with public school

students, parents and other school personnel.

➢ Sign the record of intern attendance to be submitted to the

University supervisor.

➢ Review submitted lesson plans and give constructive criticism and

suggestions for continual improvement.

➢ Formally observe the intern not less than once a week and provide

written feedback (a minimum of four formal evaluations are

required at the end of the internship).

➢ Complete Formative and Summative Evaluations in advance of

these scheduled conferences. Collect documentation to support

the assigned ratings for these evaluations.

➢ Complete an Assessment of Teacher Candidate Dispositions form

in advance of the scheduled Formative and Summative

conferences. Collect documentation to support the assigned

ratings for these Dispositions.

➢ Actively participate in the Formative and Summative Conferences.

Offer specific strategies for the correction of any weaknesses and

offer specific strategies for the reinforcement of strengths.

➢ Promptly inform the intern and the University supervisor of non-

professional behavior.

➢ Promptly inform the intern and the University supervisor of any

instructional skill concerns (content knowledge, lesson planning,

oral presentation skills, writing skills, discipline management,

routine classroom management task completion, etc.).

➢ Submit all information, written materials and electronic forms

required by the University.

➢ Follow the Communication Protocol listed below.

➢ Understand the Intern Attendance Expectations listed below.

32 | P a g e

Intern Attendance Expectations

Attendance is expected on all internship days. The University

supervisor is the only individual who can approve excused absences.

All absences must be made up according to a plan prescribed by the

cooperating teacher in connection with the University supervisor.

When an absence is necessary due to illness or other serious personal

problems the intern must notify both the University supervisor and

the cooperating teacher as far in advance as possible. Interns should

pay particular attention to the following restrictions on absences.

• Unexcused absences may result in the requirement to repeat the

entire internship.

• An excused absence, which would cause the intern to have fewer than the minimum number of days in the classroom, must be made up after the last scheduled day of the internship. In addition, the cooperating teacher, the University supervisor and the director of the Center for Excellence must approve the

rescheduling of the internship completion date.

• Failure to notify the cooperating teacher and the University supervisor of an absence may result in the absence being classified as unexcused.

• It is the responsibility of the University supervisor to notify the intern of the final determination of excused or unexcused status for an absence.

• After receiving a determination of unexcused for an absence, the

intern has the right to appeal this decision to the director of the

Center for Excellence.

The intern must deliver a written request for appeal and schedule

an appointment to present the circumstances regarding the

33 | P a g e

absence to the director of the Center of Excellence within five

calendar days after receiving notification of the unexcused

determination. The Director of the Center for Excellence will notify

the intern within three business days of the final determination of

the absence and any consequences resulting from that

determination.

Cooperating teachers and students enrolled in internship are notified

of internship placements through the Center for Excellence. These

placements are made in a collaborative effort. The Spadoni College

of Education and Social Sciences in partnership with school districts

and schools will identify cooperating teachers and will match teacher

candidates with the cooperating teachers. These intentional

placements will be made in effort to find the most appropriate

placement for each candidate. Each member of this collaborative

team has many important jobs.

The Office of Student Services/Clinical Placements

1. Coordinates with district representatives for school site/placement selection.

2. Clearly communicates program/course goals and objectives to school site administrators and cooperating teachers.

3. Requires that candidates adhere to all policies, procedures, rules and regulations of the Spadoni College of Education and Social Sciences, the State Department of Education and partnering school

districts.

4. Ensures candidates have completed applicable state and district requirements for background checks (SLED) and medical clearances (TB tests).

District/School Level Administrator

1. Assists in the selection of quality cooperating teachers;

2. Assists in communicating school culture and any school

expectations to the candidate; and

34 | P a g e

3. Serves as a liaison between the cooperating teacher and the

University.

University Supervisor/Course Instructor

1. Clearly communicates the field experience course objectives,

requirements and policies to candidates and cooperating teachers;

2. Depending on program expectations: course

instructors/supervisors may assess candidate dispositions and

address areas of concern, conduct observations, and provide

continual and timely feedback and documentation of candidate

progress.

Cooperating Teachers

1. Clearly communicate with the University supervisor/course

instructor.

2. Assist candidates in meeting expected course assignments.

3. Model professional behaviors for the candidates.

4. Explain rationale for professional decisions.

5. Engage candidates in critical thinking to determine strategies for

accomplishing desired outcomes with students.

6. Provide opportunities of increasing responsibility for working with

students.

7. Assist candidates in becoming reflective practitioners.

8. Depending on program expectations: assess candidate

dispositions and address areas of concern, conduct observations, and

provide continual and timely feedback and documentation of

candidate progress.

Spadoni College Teacher Candidate

All Spadoni College candidates are expected to exhibit professional

dispositions and behaviors, actively participate in school district

professional development opportunities if available, and will

35 | P a g e

demonstrate their commitment to course and professional goals and

will follow the field experience guidelines.

Assessment of Teacher Candidate Dispositions

What are dispositions? Dispositions are the commitments, values

and professional ethics that influence candidate behaviors towards

students, families, colleagues and communities. The dispositions are

the driving forces that affect candidate learning, motivation and

development toward continual professional growth (Standard 1:

Council for the Accreditation of Educator Preparation-CAEP; SC ADEPT

standards). The dispositions are based on the Spadoni College of

Education’s Conceptual Framework and also reflect entry-level

licensure competencies. All teacher candidates will be evaluated for

dispositional growth and development.

Personnel Concerns

Teacher candidates and course instructors must follow the

procedures below should any concerns arise regarding a cooperating

teacher or teacher candidate fulfilling his/her responsibilities during

the field experience.

Concerns from the Teacher Candidate

1. The teacher candidate should contact the course instructor to discuss the concern. At this time, depending on the situation, the instructor will make the decision if the matter should be addressed by the teacher candidate independently with the cooperating teacher or whether the course instructor should talk to the cooperating teacher and/or the cooperating teacher and teacher candidate together. The course instructor may also opt to discuss this matter with Amanda Darden, Director of the Center for Excellence; Betsey Costner, Clinical

36 | P a g e

Placements, or the program coordinator.

2. If step one is followed and no resolution ensues, the instructor

should bring the matter to Amanda Darden, Betsey Costner or the

program coordinator to discuss the next steps.

3. Either Amanda Darden or Betsey Costner will contact the

appropriate administrator at the cooperating teacher’s school, as

applicable to the situation.




teacher.

Concerns from the Course Instructor

1. The course instructor should discuss with the host teacher any

situation felt to be interfering with the teacher candidate’s

development during field experience. Dependent on the

circumstances, the instructor can opt to bring the concern directly to

Amanda Darden, Betsey Costner or the program coordinator.

2. The course instructor should notify Amanda Darden, Betsey

Costner or the program coordinator if he/she feels the teacher

candidate is in a placement that is not conducive to the field

experience. Darden or Costner will contact the appropriate

administrator at the cooperating teacher’s school, conduct site

observations, talk with the cooperating teacher to clarify roles and

responsibilities, and will offer support.



37 | P a g e


teacher.

Concerns from the Cooperating Teacher

1. The cooperating teacher should discuss the concern with the

teacher candidate.

2. If the cooperating teacher addresses the concern in step 1 and no

resolution ensues, the cooperating teacher should contact the course

instructor to determine the next steps and if additional site

observations, talking with the teacher candidate to clarify roles and

responsibilities, and offering support are warranted.


administrator, a decision regarding a change in placement is made.

Placement Procedures

1. All placements are made by the Center for Excellence in

conjunction with the principals and/or school liaison in partnering

school districts and the respective program coordinators at Coastal

Carolina University.

2. Placements must be made in school settings with teachers who meet the criteria as stated for hosting.

3. A teacher candidate may not be assigned a placement with a relative or close family member/family friend/colleague who is serving

as the cooperating teacher (or paraprofessional) or where the principal is a family member.

38 | P a g e

4. Every candidate is required to have a variety of diverse experiences

throughout his/her program. Students must be assigned to a site

which will have the necessary requirements for placements.

Placement Changes

Challenges may emerge that interfere with the successful completion

of the field experience and require a reassignment. These concerns

should be directed first to the course instructor/University supervisor.

The course instructor/supervisor, Amanda Darden or Betsey Costner

will determine whether the teacher candidate will be reassigned in the

same school or placed in another setting. In the event that the

cooperating teacher is unable to perform the roles and

responsibilities in this document, the teacher candidate will be

reassigned. The principal, course instructor/University supervisor,

Amanda Darden or Betsey Costner will determine whether a

reassignment will take place in the same school or in another school

setting.

Removal from Placement

The responsibility to remove a teacher candidate from the placement

is based on the recommendation of the cooperating teacher, course

instructor/University supervisor, and the school administrators.

Reasons for considering removal or withdrawal from any field

experience include, but are not limited to, the following:

• content deficiency

• pedagogical deficiency

• insubordination, failure to complete work in a timely manner

• unprofessional conduct (habitual tardiness, excessive absences,

inappropriate attire or breach of confidentiality)

• inappropriate interaction with students, parents or school staff

39 | P a g e

• inability to accept constructive criticism and implement change

It should be noted that constructive criticism should not be confused

with personality differences; inadequate performance should be

documented and discussed in objective terms, and the candidate,

cooperating teacher, and University supervisor/course instructor

should work together toward a viable solution. When removal is the

result of one of the above reasons, the candidate will not be given the

option to begin a second assignment in another school during the

same semester and will fail the course.

Communication Protocol

The professional chain of command protocol applies to all

communication related to field experiences. Interns, cooperating

teachers and University supervisors should communicate issues of

concern or problems immediately to the appropriate person.

• Interns should direct questions and concerns to the cooperating

teacher and/or University supervisor.

• Cooperating teachers should address questions to the

University supervisor.

• Cooperating teachers should address concerns to the University

supervisor after discussing the issue with the intern.

• University supervisors should address concerns to the program

coordinator.

• In all cases, if the immediate step has been exhausted without

satisfactory results, or if the problem is egregious, the program

coordinator should be advised and/or consulted immediately.

For the interns or cooperating teachers to circumvent the

communication chain of command and discuss concerns or problems

40 | P a g e

with other college students/interns, other teachers at the school, or

other college faculty or staff is inappropriate. Cooperating teachers

are expected to keep their school principals (or their designee)

apprised of field experience issues is.

If you have questions or concerns about practicum or intern

placements, you may contact anyone listed below.

Director of the Center for Excellence, : Amanda Darden,


Clinical Field Placements: Betsey Costner,


Coastal Carolina University (CCU) does not discriminate on the basis of race, color, religion, sex, sexual

orientation, gender identity, gender expression, national origin, age, genetic information, mental or physical

disability, or status as a disabled or Vietnam-era veteran in its admissions policies, programs, activities or

employment practices. For more information relating to discrimination, please contact the CCU Title IX

Coordinator/EEO Investigator, Coastal Carolina University, Kearns Hall 104B, Conway, SC; Title IX

[email protected]; office phone 843-349-2382; Title IX cell phone 843-333-6229; EEO

email [email protected]; or the U.S. Dept. of Education Office for Civil Rights at www2.ed.gov/ocr.





41 | P a g e

Appendix

Assessment of Professional Dispositions

Diversity Affirmation Form Page 44

42 | P a g e

Assessment of Teacher Candidate Professional Dispositions at the

Initial Level

Candidate’s Name: Program Area:

School Site: Grade/Subject:

Cooperating Teacher:

Rater’s Name (Instructor’s Name [Last, First] and/or Cooperating Teacher’s Name [Last, First]):

Course Number/Name/Section:

Dispositions (CAH, page 180) are defined by CAEP as: The habits of professional action and moral

commitments that underlie an educator’s performance (InTASC Model Core Teaching Standards, p. 6.)

Evaluators should rate each candidate on each professional disposition indicator. Scores that approach the

negative should be given to students who exhibit less than acceptable habits and practices. Scores

approaching the positive are reserved for students displaying positively remarkable behaviors. A score of 0

or "No Evidence to Believe Otherwise" signifies that there have been no observations of behaviors that

would suggest a disposition that is not acceptable.

-2 Strongly Disagree

-1 Disagree

0 No evidence to believe otherwise

+1 Agree

+2 Strongly Agree

-2=Strongly Disagree -1=Disagree 0=No evidence to believe

otherwise +1=Agree +2=Strongly Agree -2 -1 0 +1 +2

1. The candidate engages with course concepts and materials (e.g.,

promotes EEDA Core Values, integrates hands-on instruction,

cooperative learning)

2. The candidate strives to establish a supportive climate for working

and learning (e.g., believes all students can achieve at high levels,

promotes safe environment).

3. The candidate establishes and maintains non-discriminatory and

inclusive practice (e.g., promotes inclusive classroom, facilitates

student collaboration, and employs student engagement strategies).

4. The candidate interrupts or re-directs discriminatory discourses (e.g.,

proactive against bullying, harassment and intimidation).

5. The candidate critically analyzes the content knowledge and

pedagogy of his/her profession (e.g., communicates the application

of content to the real world, requires students to think critically).

43 | P a g e

6. The candidate welcomes and uses constructive criticism and

feedback to improve his/her content knowledge and pedagogical

skills (e.g., employs strategies for personal resiliency and growth).

7. The candidate consistently comes to school prepared and ready to

contribute to the educational experience (e.g., professional

demeanor, follows dress code, follows schedule, protocol and

procedures including reporting lateness or absences).

8. The candidate takes the initiative to confidently discuss student

abilities with appropriate personnel to strengthen the learning of all

students (e.g., maintains confidentiality, adheres to code of ethics,

uses good judgement).

9. The candidate evaluates and reflects on his/her actions and how it

affects others.

10. The candidate properly uses formative and summative assessments

to match the learning objectives, minimize bias and address the

learning needs of all his/her students (e.g., develops varied

assessment that meets the diverse needs of students).

11. The candidate respects students, peers, families, and school

personnel (e.g., respects diversity and individual worth, uses

strategies for building positive relationships, and demonstrates

collegial behaviors).

12. The candidate demonstrates a commitment to improve his/her

teaching practice (e.g., advocates for the profession, engages in

professional development experiences to foster life-long learning).

13. The candidate engages in tasks with colleagues and school

personnel in a respectful and professional manner (e.g., uses

professional language).

14. The candidate designs and delivers instruction to address individual

student differences (e.g., integrates instructional technology and

digital content).

15. The candidate communicates clearly to engage students to make

connections to prior learning experiences (e.g., takes responsibility

for instructional leadership, employs classroom management

strategies).

16. The candidate works to develop students’ discipline-related

communication skills for a variety of contexts and audiences (e.g.,

facilitates student-to-student relationships, promotes team building)

45 | P a g e

spadoni college cooperating teacher handbook

Documents